Page 34 - GBC Summer ENG flipbook 2024

HOW SAFE ISYOUR FACILITY? TAKE THE TOOLBOX SAFETY QUIZ
TakeTheToolbox’s Safety Culture Scorecard to get
a gauge on how your current safety management, compliance and culture stacks up! It takes 5 minutes and costs you nothing. Get personalized results emailed to you with a range of ideas to improve your current culture and compliance.
their right to participate in decisions that could affect their health and safety, and mostly, their right to refuse work that could affect their health and safety and that of others.
CULTURE: HOW TO CREATE A SAFE WORKPLACE!
Like any culture, creating a culture of safety starts at the top! If the leader doesn’t walk the walk, then you certainly can’t expect a front-line employee too either. When staff join your facility, it should begin with having well-demonstrated training programs that ensure all employees are adequately prepared to perform their duties safely.
Ongoing supervision is also crucial, as it maintains standards and allows for the immediate correction of any unsafe practices. Written work procedures should be readily available, preferably accessible online or on their phone, providing clear instructions and expectations for all tasks. Moreover, establishing safety committees with monthly meetings gives employees a voice in safety initiatives and promotes a collective responsibility. A robust hazard identification system should be in place to recognize and address potential risks proactively. Technology platforms such as The Toolbox can assist with this (QR code above).
Regular workplace inspections further contribute to this by identifying and mitigating hazards that could lead to accidents or injuries. Finally, keeping meticulous records and monitoring the effectiveness of the safety measures ensures continuous improvement and compliance with safety standards. Together, these elements foster a culture where safety is integrated into every aspect of the club’s operation.
OTHER SAFETY RISKS: WORKPLACE VIOLENCE AND HARASSMENT
A 2022 study published in the Globe & Mail shows that workplace harassment and violence, in one form or another, impacts over 70% of employees in Canada.
Every organization has a legal obligation to maintain a safe and respectful work environment, which includes having a comprehensive Workplace Violence and Harassment Policy. This policy ensures that workplace harassment is clearly defined and understood by all members of the staff. The policy, which must have employee input, includes clearly defined reporting procedures, accommodating communication from managers to employees and vice versa, to ensure that all concerns are addressed promptly and effectively. It is critical that each employee has
somewhere to take their concerns that is not their supervisor! These options, and other commitments, must be visibly posted within the workplace to ensure easy access to this crucial information, that should be reviewed and updated annually.
There is no doubt that we have come a long way in reducing workplace harassment, however, and unfortunately, if you look close enough you will find that it often still exists. In the workplace, it can include a range of inappropriate behaviours such as offensive or intimidating comments or jokes, bullying or aggressive behaviour, and the displaying or circulating of offensive pictures or materials. It can also involve inappropriate staring or isolation of a worker due to gender identity. Sexual harassment is another serious form of misconduct that is not tolerated. It is paramount that every employee has a safe individual to approach in the event they feel harassed. This person should be someone they trust and feel comfortable with to discuss any concerns.
Ensuring that our employees are informed about these behaviours and know that they have a supportive and effective avenue for reporting them is essential for maintaining a respectful and safe work environment.
34 Golf Business Canada